Organisational design starts with honest reflection: What is our company’s purpose? Is our current structure helping us deliver on that purpose? If not, a redesign of organisational architecture may increase efficiency, invigorate employees, reduce costs and unbox new areas of capability.

No company is the same and there is no blueprint for success. Our action-research approach is highly consultative, reflective and iterative, working with you from the onset.

Our expertise

Accurate insight
Recommendations are based on research, assessment and in-depth understanding

Change custodians
A dedicated project team is identified and consulted throughout

We meet objectives
Open communication and eyes on why enable a collaborative, painless process

Change management
We implement for best success by devising a change management plan to support roll-out

In order to grow and achieve performance objectives, both leaders and employees need to be intentional in their efforts. They also need to create engaging work and environments and platforms where employees can learn and challenge themselves to perform better.

Orgro can support your business to perform better:

Holistic performance management planning

Performance does not happen in isolation. It is an amalgamation of various elements, on an organisational and individual level.

Factors to consider include:

• Goal setting
• Job profiling
• Performance management systems
• Engagement and motivation
• Recognition, compensation and reward schemes (relevant to lifecycle and generations)

Let Orgro partner with you to establish or revive your:

• Performance Policy
• Performance Management Programme / System
• Performance interventions and reward programmes

Work engagement

Engagement is seen to be a significant predictor of performance. Whilst numerous factors contribute towards engagement and performance, the highest contributor is shown in the job itself – i.e.: how immersed I become in my job and identify a sense of purpose.

Let Orgro support you in constructing jobs that boost work engagement to encourage employee performance.

Equip your leaders with Performance Management Practices and Coaching Skills that promote performance

Performance management practices have an increased focus on people, their development and quality conversations that help to reduce obstacles in performance.

Orgro can assist you to equip your leaders with skills to:

• Coach employees: by training them on how to be a Coach that extracts the best performance from their people
• Lead a performance discussion: by attending our Performance Management programme, leaders will be better equipped to facilitate a performance discussion.
• Create Personal Development Plans: by using various assessment measures target pertinent development needs, for example, behavioural assessments, 360 degree reviews, or aptitude assessments, to name a few.

Additional Services:

• Orgo can support the developmental objectives of employees through our structured and customised training programs.
• Orgro offers various psychometric assessments and surveys which measure areas such as engagement, motivation, values, behaviour, aptitude, to name a few, all of which contribute to increased performance.

Change is the new normal. Yet it brings with it the baggage of uncertainty, stress and hampered productivity. To lead through change is a critical skill that requires partnership, support and ever-present communication.

We work alongside you to facilitate your change management project. We employ an action-research approach that necessitates shared responsibility, demands accountability and involves the organisation; from staff to Exco, from start to finish.

However unavoidable, conflict costs. Our conflict resolution is systematic and reviews the environment, structure, role/s and interpersonal contributing factors within the team, organisation or colleagues experiencing the conflict. Our aim is to save time, mitigate loss and guide those in conflict to effective resolution.

Surveys help you speak to the people who matter most. They provide clarity on the inner workings of your organisation.

Our surveys:

People make it happen, most often together! Our team-based interventions employ evidenced action-learning principles, coaching techniques and awareness and practical activities. They result in valuable insight, stronger relationships and enhanced work dynamics.

Team-based interventions include:

•             Performance
•             Workflow
•             Effectiveness
•             Enablement and growth

How do you deliver value? Strategy is the fluid, evolving process of defining what you do, how you do it and (critical!) why you do it.

We work with you to articulate, align or revive your corporate strategy. We define a clear vision, mission and relatable, aspirational values. The greater the resonance of people and strategy, the more remarkable the engagement, development and performance.

Strategy objectives

•             Strategic analysis
•             Strategic intent
•             Strategic planning
•             Confirmation and alignment of vision, mission and values
•             Strategic implementation
•             Strategy monitoring

People within organisations are experiencing more strain than ever before due to the effects of a poor economy and varying demands in both their work and personal life. The impact of mental health in the workplace influences about 10% (4.5 million) of the South African labour force. 72% of people feel mental illness is affecting their work performance and that their attempts to seek an understanding from their superiors were generally futile since 69% of them displayed indifference and a negative attitude

We offer solutions at an individual, team and organizational level to equip people with the skills and resilience to perform optimally in the workplace.

Overall, this will aid your organisation in facilitating their growth as individuals and as employees, which will ensure that their performance overall improves.

An on-target job profile is the foundation for hiring best-fit talent. It also provides critical information needed to successfully review and manage performance.

We accurately assess, identify and capture requirements for roles within your organisation. We take into account the context of the market and the key objectives — KPIs/KPAs. Occupational requirements, employee requirements and work characteristics are considered.

Job evaluation accurately and fairly compares roles within your organisation, to evaluate their relative worth. The process provides a comprehensive review of a job — its role and responsibilities — and assigns it to a particular band of complexity. It enables positioning on a competitive level based on relevant comparator groups and improves equity. It is an excellent mechanism for proactively engaging and retaining talent.

We use the standardised, systematic and objective methodology of Patersons.

Coaching is direct, interactive and integrated. Programmes are relevant to an individual or team’s strengths and development areas and focused on key organisational outcomes.

Our coaching programmes:

• Assist organisations to grow, guide and prepare people for unseen obstacles and challenges.
• Encourage people to find realistic levels of capability and success at their current workplace and beyond.
• Identify developmental opportunities that will give a person an improved sense of accomplishment.